FREE webinar - Join me on Wednesday 10 June at 11.00 for some top tips on how to be brilliant.
I am super excited to be bringing you my top tips on how to be brilliant.
I’m sure that you like me have had to face challenges where having a strong mental attitude has helped you through.
Over the years I have had some amazing successes, but also some knock backs, and by using the techniques I will share with you on the webinar, I was able to develop emotional resilience, find opportunity in adversity and stay totally focused on the big prize of creating an amazing business and working with fantastic people.
I’m always reading and looking for new things to learn, and just this week I came across a quote from author Marianne Williamson:
Our deepest fear is not that we are inadequate.
Our deepest fear is that we are powerful beyond measure.
It is our light, not our darkness that most frightens us.
We ask ourselves, “Who am I to be brilliant, gorgeous, talented and fabulous?’
Actually, who are you not to be?
This quote is so powerful, and it got me thinking that I needed to share with you the skills and techniques I have been teaching to top executives and entrepreneurs over the last two decades that have helped them be brilliant business people and brilliant in their relationships. I’m offering you the opportunity to join me on Wednesday 10 June at 10.00 to get an insight into the techniques I use with my clients, so that you too can be brilliant.
Join me on the webinar, and in just one hour I will share with you the secrets that top entrepreneurs use to:
• Develop unstoppable personal power
• Be super-confident and focussed
• Achieve extraordinary things in both their business and personal lives.
Please register for your FREE How to be Brilliant webinar on Jun 10, 2015 11:00 PM BST at:
https://attendee.gotowebinar.com/register/6845173832839765505
After registering, you will receive a confirmation email containing information about joining the webinar.
I’m really looking forward to seeing you on the 10th.
With Warmest Wishes
Lisa

A recent report by the CIPD reports that 38% of employees have been involved in conflict at work in the past year, and the most common cause of conflict (44%) was stated as a clash of personality. Whilst this figure may seem high, experience suggests that the reality is probably even higher.
Over the years, I have worked with a large number of organisations and senior management teams and the majority of communication issues and conflicts are down to personality. Not that any of the people involved are bad people, or delivering sub-standard work, it's just that person A doesn't understand and appreciate person B because they are 'different'.
Across organisations the good people who have resigned because of personality clashes are too numerous to count, and the drop in morale, commitment, and ultimately, productivity amongst those who choose to stay working for their boss who clearly doesn't like them is costing their companies dearly.
But that's not all.
Another recent study by Sheffield University reveals that even those who are not directly involved in the conflict, but just witness it, can also suffer ill effects. So even if someone didn't fall into the statistical 38% involved in conflict, they have probably witnessed it, so the effects are even more far reaching.
Emotional Intelligence really is the key to solving this problem. Developing high Emotional Intelligence (EQ) makes sound business sense. People with high EQ are much better at relationships than those with a lower EQ, and managers and staff who are good at relationships provide measurable performance increase. This can be observed across a whole range of business indicators such as strong customer and brand loyalty, high levels of employee engagement, low levels of staff turnover and absenteeism, reduction in staff complaints and conflict situations, increase in creativity and innovation, efficient teamwork, and increased profits.
In an environment where EQ is not developed the resultant bad relationships and conflict can be a destructive force. It will impact on morale and motivation, and ultimately business costs. Customers and business relationships will suffer. There will be high employee turnover, staff absence, and loss of reputation. Ultimately profits will drop and costs will go up.
More and more companies now are recognising there are real tangible business benefits in developing EQ in their managers, but others just accept that personality clashes are a part of normal working life and do nothing to address the matter. I doubt these companies have even considered the cost to their business of ignoring the matter. If they did, they would be horrified.
So how much is conflict in the workplace costing your business, and can you really afford to ignore it?
If you would like to read more about this fascinating subject, you can download my free Ebook, Emotional Intelligence and Personality: How to motivate, influence and manage conflict at http://lisagreenwood.me/ebooks

How many different types of people have you come into contact with today? This week? Were they all just like you? Did they think, act, and talk like you? Did they have the same values? Were they concerned about the same things as you?
Possibly some of them were but most people were probably quite different from you in some way or another. But that’s a good thing isn’t it? We need variety and diversity in our world, in our society, and in the workplace.
But, just a minute. If everyone was just like you then communication would be so much quicker and easier. Everything would be done just the way you wanted. All your frustrations about not getting through to people, them not understanding where you were coming from, and then getting hung up on stuff that just wasn’t important would all be gone and life would just be so much better. Right?
Wrong!
A top performing team needs to have good people. And to be really effective those people need to have complimentary skills. A team that works to its strengths is likely to have a good mix of people who individually have differing character strengths – the people person, the analyst, the activist, the extrovert, the strategist, the ideas person, the risk taker, the contacts person etc.
Well that’s simple enough, and well known by good leaders, but it presents a challenge. Each of these different personalities comes with their own individual set of motivations. They each communicate in different ways. They feel valued for different reasons. And they get stressed and frustrated by different things.
So how do you recognise these different personalities? More to the point, how do you then adapt your communication to each one of them to make them feel valued and motivated? And when they don’t see eye to eye how can you get them to be appreciative of each other’s strengths and differences? Wouldn’t life just be so much easier if everyone came with an instruction manual?
Being a master communicator starts with first understanding your own motivational value system, and then understanding that of others. Once you can do this, you can reach out and communicate with others in a way that gets results, and significantly reduces conflict. So whether you are a leader, in sales or customer service, a coach or a trainer, learning how to use these deeper structures of communication is an essential technique to posses.
Leadership Development Coach and trainer, Lisa Greenwood, and Professional Actor Marcia Tucker will be addressing all of these questions and more in their session – ‘Getting to Know You – How to be a Master Communicator’ - at The Total Security Summit at The Radisson Blu Hotel, Stansted on March 17th. So, if you are attending the summit, book onto their lively and thought provoking session and learn how to recognise different personality styles, and their character strengths, and how to adapt your communication style to get the best outcomes.
For more information on the learning and development solutions we provide, click on Services at the top of this page, or call us on 01722 413407
Image courtesy of David Castillo Dominici and at Freedigitalphotos.net

Learning and Development (L&D) plays a key role in your business growth, but all too often I have been asked to go into a company and deliver training which seems, at best disconnected to the overall business strategy, and at worst aimed at addressing a performance issue that the management team have ignored, and will go on ignoring after my task is complete.
In these cases, the company may as well have just set fire to a pile of money. The end results would have been the same, but without the displacement costs of taking staff off the front line and putting them in the classroom for the day.
If the L&D function is properly aligned within your business, it will bring enormous benefits including increased morale, higher levels of performance and output, and ultimately increased profitability. This leads us to another hot topic – making sure you get Return on Investment (ROI) on L&D interventions.
To ensure you get ROI, and grow your business follow the simple process below when selecting an L&D provider.
1. Ensure any L&D activities link to your business vision and strategic goals.
2. Make sure you have business and departmental KPIs in place. Then ask your L&D provider to provide you with clear learning objectives, which should be in alignment with overall business goals. At this stage you should also ask your L&D provider to put ROI metrics in place so you can be sure that your investment in L&D activities was worth it. If you are employing an external provider and they don’t know how to do this, then look for another provider!
3. Now its time to work backwards. Look at what business outputs you want as your end result:
• What do your staff need in order to deliver these outputs?
• What do they need from their line managers to enable this to happen? What is the gap between where you are now and where you want to be?
• Does the proposed L&D solution close the relevant part of that gap. If not, then get them to re-work the proposal it until it does.
• Finally, ask your provider to put the evaluation metrics in place before the L&D solution is delivered so you can measure your ROI.
And it’s that simple. Follow this process and you will see the enormous benefit a good L&D intervention will bring to your business. Or, if you prefer, just set fire to that pile of money.
For more information on how we can help you grow your business visit our website www.lisagreenwood.me